FRIENDSHIP TIES AT WORKPLACE AND MANAGERIAL EFFECTIVENESS IN SELECTED NIGERIAN UNIVERSITIES

FRIENDSHIP TIES AT WORKPLACE AND MANAGERIAL EFFECTIVENESS IN SELECTED NIGERIAN UNIVERSITIES

ABSTRACT

The study is on friendship ties at workplace and managerial effectiveness in selected Nigerian universities. This study therefore sought to identify the level of the relationship between “proximity” cause of workplace friendship formation and organizational commitment in selected Nigerian universities, to ascertain the degree of the relationship between “proximity” cause of workplace friendship formation and absenteeism in selected Nigerian universities and to determine the nature of the relationship between “Work Value/Life Interest similarities” cause of workplace friendship formation and organizational commitment in selected Nigerian universities; other objectives were to assess the degree of the relationship between “Work Value/Life Interest similarities” cause of workplace friendship formation and absenteeism in selected Nigerian universities, to examine the level of the relationship between “instrumentality” cause of workplace friendship formation and organizational commitment in selected Nigerian universities; and to establish the degree of the relationship between “instrumentality” cause of workplace friendship formation and absenteeism in selected Nigerian universities. This study adopted survey research design. In pursuit of the objectives, a national survey research was carried out in four federal and four state universities in four geopolitical zones of the country purposefully selected from the 1st, 2nd and 3rd generation universities in order to balance the study without bias. A sample size of 1147 was determined from a population of 30,955 drawn from the three major unions in the universities namely: Academic Staff Union of Universities (ASUU), Senior Staff Association of Nigerian Universities (SSANU), and Non-Academic Staff of Universities (NASU) using Freund and William’s statistical formula. The sources of data for the study were primary and secondary. The main instruments used for primary data collected were questionnaire and oral interview. The secondary data were sourced from journal, textbooks, periodicals and internet. The questionnaire was structured in Five-point Likert scale in line with the objectives of the study. Content validity approach was used to ensure that the variables measured were all covered while Factor analysis was used to measure the convergent validity. The instrument was checked for reliability showing Cronbach alpha co-efficient value of 0.84 and thereafter tables, pie charts, percentages and statistical tools (F-test, univariate, multiple regressions) were used for presentation and analysis respectively. Findings of the study indicated that Proximity cause of workplace friendship formation had a very strong positive relationship with organizational commitment in selected Nigerian universities. (FC = 246.94 > FT =10.89; α = 0.05). Proximity cause of workplace friendship formation had a positive but weak relationship with absenteeism in selected Nigerian universities. (FC = 186.23 > FT =10.89; α = 0.05). Work value/life interests similarities (WVLIS) cause of workplace friendship formation had a strong positive relationship with organizational commitment in selected Nigerian universities. (FC = 622.48 > FT =10.89; α = 0.05). Work value/life interests similarities (WVLIS) cause of workplace friendship formation had a positive but weak relationship with absenteeism in selected Nigerian universities. (FC = 373.21 > FT =10.89; α = 0.05). Instrumentality cause of workplace friendship formation had a strong positive relationship with organizational commitment in selected Nigerian universities. (FC = 259.98 > FT =10.89; α = 0.05). Instrumentality cause of workplace friendship formation had a positive but weak relationship with absenteeism in selected Nigerian universities. (FC = 147.22 > FT =10.89; α = 0.05). Based on the study’s findings, the study thus concluded that the employees in selected Nigerian universities do not form friendship ties at workplace for the purpose of being absent from work but for productivity. The study recommended that while participatory, high interdependent tasks that will increase positive core attitudes, performance and reduce absenteeism be encouraged, Nigerian university management should employ an effective, tactical strategic planning at workplace that will reduce frictions within and among staff, while increasing productivity in efficiency and effectiveness of service delivery.

TABLE OF CONTENTS

Declaration ii
Approval iii
Dedication iv
Acknowledgements v
Abstract vi
List of Tables vii
List of Figures viii

CHAPTER ONE: INTRODUCTION 1
1.1 Background of the study 1
1.2 Statement of the problem 5
1.3 Objectives of the study 6
1.4 Research Questions 7
1.5 Research hypotheses 8
1.6 Significance of study 9
1.7 Scope of the study 10
1.8 Limitations of the study 11
1.9 Profile of selected Nigerian universities under study 12
1.9.1 Profile of Benue State University, Makurdi 12
1.9.2 Profile of Federal University of Agriculture, Makurdi 19
1.9.3 Profile of Enugu State University of Science and Technology, Enugu 25
1.9.4 Profile of University of Nigeria, Nsukka 28
1.9.5 Profile of Kaduna State University, Kaduna 33
1.9.6 Profile of Ahmadu Bello University, Zaria 36
1.9.7 Profile of Ambrose Alli University, Ekpoma 42
1.9.8 Profile of University of Benin, Benin City 47
1.10 Operational Definitions of Terms 50
References 51

2.0 CHAPTER TWO: REVIEW OF RELATED LITERATURE 52
2.1 Conceptual Framework 52 2.1.1 Concept of Friendship 52
2.1.2 Concept of Workplace Friendship 56
2.1.3 Process of workplace friendship 60
2.1.3.1 Affective Processes of Workplace Friendship 60
2.1.3.2 Cognitive Processes of Workplace Friendship 61
2.1.3.3 Behavioural Processes of Workplace Friendship 61
2.1.4 Factors Influencing Workplace Friendships 62
2.1.4.1 Situational Factors 62
2. 1.4.2 Individual Factors 62
2.1.4.3 Dyadic Factors 63
2.1.5 Development of Workplace Friendship 65
2.1.6 Strategies for Maintaining Workplace Friendships 77
2.1.7 Causes of Workplace Friendship Formation at Workplace 85
2.1.7.1 Proximity Cause of Friendship Formation 85
2.1.7.2 Work-Value/Life-Interest (WVLI) Similarities Cause of Friendship
Formation 86
2.1.7.3 Instrumentality Cause of Friendship Formation 88
2.1.8 Managerial Effectiveness of Workplace Friendships:
Organizational Outcomes 89
2.1.8.1 Organizational Commitment 91
2.1.8.2 Absenteeism 92
2.1.9 Relationship between the causes of Workplace Friendships (WF)
Formation and Organizational Outcomes 94
2.1.9.1 Relationship between Proximity Cause of Workplace Friendships
(WF) Formation and Organizational Outcomes 95
2.1.9.2 Relationship between Work Value/Life Interest Similarities (WVLI)
cause of Workplace Friendships (WF) Formation and Organizational
Outcomes 97
2.1.9.3 Relationship between Instrumentality Cause of Workplace Friendships
(WF) Formation and Organizational Outcomes 98
2.2 Theoretical Framework 100
2.2.1 Social Exchange Theory of Friendship 100
2.2.2 Developmental Theory of Friendship 100
2.2.3 Relevance of Theories to the Study 105
2.3 Empirical Review: Prior Researches on Friendship Ties at Workplace 106
2.4 Summary of the Review of Related Literature 113
2.5 Research Gap 115
References 111
3.0 CHAPTER THREE: METHODOLOGY 128
3.1 Research Design 128
3.2 Population of the Study 129
3.3 Sampling Procedure 131
3.3.1 Sample Size Determination 131
3.4 Sources of Data 134
3.5 Methods of Data Collection 134
3.6 Instrument Design 135
3.7 Data Treatment Techniques 136
3.7.1 Survey 136
3.7.2 Pilot Survey 137
3.8 Measurement of Variables 137
3.8.1 Independent Variables 137
3.8.2 Dependent Variables 138
3.9 Validity and Reliability of Instrument 139
3.9.1 Validity of the Instrument 139
3.9.2 Reliability of the Instrument 142
3.10 Model Specification 143 References 144

4.0 CHAPTER FOUR: DATA PRESENTATION AND ANALYSES 147
4.1 Data Presentation 147
4.2 Presentation of Univariate Analysis 149
4.2.1 Frequencies of Friendship Ties (FT) 150
4.3 Test of Research Hypotheses and their Interpretations 162
4.3.1 Hypotheses on Proximity and Organizational Outcomes 162
4.3.2 Hypotheses on WVLIS and Organizational Outcomes 164
4.3.3 Hypotheses on Instrumentality and Organizational Outcomes 165
4.3.4 Findings of Bivariate Analysis of FT on Organizational Outcomes 166
4.3.5 Presentation of Qualitative Data Analysis Results Using QSR
NVIVO 167
4.3.5.1 Interview 168
4.3.5.2 Analysis of Interviews 169
4.3.6 Integrated Research Findings 172
4.4 Discussion of Results 173
4.4.1 Discussion of Findings Related to the Response Rate of the
Questionnaire 173

4.4.2 Discussion of Findings Related to the Personal Data of the
Respondents 174

4.4.3 Discussion of Findings Related to the Objectives 176
References 186
5.0 CHAPTER FIVE: SUMMARY OF MAJOR FINDINGS,
CONCLUSION AND RECOMMENDATIONS 188
5.1 Summary of Findings 188
5.2 Conclusion 189
5.3 Recommendations 190
Bibliography 193
Appendices 206

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Most developing nations use its capital market to boost its economy as it helps the economy grow. The Nigerian capital market has its key instruments established in 1959 when measures to operationally it started.

The Nigerian Securities and Exchange commission is the Apex regulatory authority of the capital market and the Nigerian Stock Exchange is the body organizing Security dealers and brokers. However, we shall endeavor to critically examine the capital market and its effect in the Nigerian Economy through the NSEC, NSE and these stock broking firms.

Initially, when the Capital Market was established in Nigeria the activities of which they were involved was hardly known, people were not investing, some did not even known about its existence. But in recent years, the Capital Markets has been experiencing a continuous tremendous growth and however increasing the overall Gross Domestic Product Over the Years.

The Nigerian Capital Market has so much tasks ahead of them because of the present education people have about it  thereby increasing investors. Provisions will have to be made so as to in crease the Capital Market, Monitor the activities of NSE, NSEC, and the Stock broking firms.  This is because the more people learn about the capital market and the returns as regards investing there, the more they would want to invest in the capital market.

Conclusively, the importance and significance of the capital market in Nigeria cannot be over-emphasized. This is because in recent years, the Nigerian Capital Market has Continued to experience an increase in its turnover there by providing employment, occupation, job satisfaction, growth in companies, amongst so many others and finally, helping Nigeria grow.

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MANAGEMENT OF PRODUCTION PROBLEMS IN MANUFACTURING COMPANIES IN ENUGU STATE

MANAGEMENT OF PRODUCTION PROBLEMS INMANUFACTURING COMPANIES INENUGU STATE. A CASE STUDYOF ANAMMCO,PRODA,SUNRISE

Abstract

This study has examined the efficient management of production problems in manufacturing companies in Enugu state. The selected companies were ANAMMCO, PRODA AND SUNRISE.The research design used for this research work was descriptive research design. The questionnaire was the instrument distributed to the participants which was later retrieved. Frequencies, arithmetic means, standard deviations and statics were used to analyze the data. The findings of the study, showed that availability of raw material significantly enhance production. When the raw materials are available at the needed time, it is easy for manufacturing firms to meet production targets. However, another finding of this study is that adequate financial base enhances production. Manufacturing firms cannot function effectively or even produced goods without adequate capital. Based on the findings of this study, the researcher recommends as follows; there is a need to ensure that raw materials are available when needed. Thus, management should give production a priority in the manufacturing firms by ensuring that vitally needed raw materials are provided. Above all, management should endeavor to keep abreast of government policies on importation, taxes, tariffs which greatly influence production especially ANAMMCO, which relies partly on foreign spare parts for production.

CHAPTER 1

INTRODUCTION

1.1  BACKGROUND OF THE STUDY

       Production can be defined as the process by which good and services are created. It is a process by which a set of desired inputs is converted into a set of desired output. Production includes all activities wherein something of value is created.

       It includes services such as those provided by hospitals, universities, insurances etc. manufacturing, on the other hand, refers to production of tangible goods such as books, automobiles and food products.

       In the evolution days, production was, in a sense, almost an isolated function many companies. It jobs was, to take the designer’s blue-print and produce a product. Whether the product was accepted or not, there were barriers, in communication andcooperativeness between manufacturing and other functions of the company. Since production entails employment of the bulk of manpower, utilization of the physical assets and engagement of the bulk of the financial resources; pressures in the organization great; failure to deliver, an idle machine, a line of an unsafe process all demand attention in order to attain the corporate objectives.

       However, management scholars having identified several problems in the production process for instance, low capacity utilization, poor quality and inadequate personnel, have tried to evolve an efficient production system that would attract profits at low cost and thus enhance the survival and growth of the organization.

       More importantly, management experts have deduces that decisions and actions relating to production seriously affect the success of a firm. Good judgment in location and layout of the production facilities can produce cost savings and efficient operations. Effective purchasing and control of materials minimize the chance of operation interruptions. Careful production scheduling and quality help to assure that customers will get on-time delivery and quality products.

       Regrettably, despite all effort by scholars aimed at evolving an efficient production system, many manufacturing companies have persistently failed to pay attention to planning and control of the production process which includes among others, quality, material and inventory control etc. This has been responsible for the colossal decline in factory profits with its attendant problems.

       Industrialization is the only vehicle to a great tomorrow, to security, to higher income and to a higher standard of living. Industrialization changed Japan form fended aristocracy to a buoyant economy.

       Industrialization will change the face of Africa, Asia then production will have to be provided with the attention, motivation, and infrastructural facilities it desires.

       This will enable production function assume its role of stimulating our technological take-off and thereby create enough wealth to improve the standard of living of present and future generation of Nigerians.

       The facts above underscores the need to delve into problems encountered in production and thus put forward better ways of managing the production process so as to enhance the overall growth of the manufacturing industry.

1.2  STATEMENT OF THE PROBLEM

       Most manufacturing firms in Nigeria are faced with declining profits due to focus on capital investment as a means to reduce labor and consequently ignore the huge profits to be gained through improved quality, reduced inventory and more timely introduction of new products. In a desperate bid to make and meet the demand, many of such companies are operating below their installed capacities. Some have retrenched their staff while yet others have shut down production. Often times, some of the problems have been attributed to; inability to procure vitally needed machinery, raw materials and spare parts. Other includes low managerial skills and inadequate infrastructure.

Some of the man-made constraints to raw materials procurement include lack of technical personnel to direct the manufacturing process. However, it has been observed that most companies fail to pay attention to managing these problems associated with production of goods. This has largely contributed to inefficiency in production system, lack of growth and declining currently being faced by most manufacturing firms.

1.3 OBJECTIVES OF THE STUDY.

  1. To find out if the unavailability of raw material affect production.
  2. To ascertain to what extent the provision of the infrastructure facilitate production.
  3. To ascertain the extent adequate financial base enhance production.
  4. To verify how effective staff motivation have significant impact on their performance.

1.4  RESEARCH QUESTIONS

  1. Has the unavailability of raw material affect production?
  2. To what extent has the provision of the infrastructure facilitate production?
  3. To what extent has adequate financial base enhance production?
  4. Does effective staff motivation have significant impact on their performance?

1.5 SIGNIFICANCE OF THE STUDY.

       The study is significant in many ways. In the first instance, a review of the production system and its design will provide valuable information on the problem inherent in varied methods in production and thus reveal the appropriate way to plan production activities in the manufacturing sector.

       Furthermore, production management personnel, organization specialists and others will be provided with additional knowledge on ways of coping with the onerous difficulties in production aimed at enhancing production efficiency and thus the overall growth of the organization.

       Above all, this work will also create awareness for management scholars on the need to manage production since it will offer helpful recommendation on the benefits likely to be achieved in organizations that execute production activities properly.

1.6  SCOPE /DELIMITATION OF THE STUDY.

       The manufacturing companies are categorized under Auto-industry, Ceramic company and flour producing company.

       The researcher out of the different categories randomly selected one from each of the categories. The selected companies are: “Anambra Motor Manufacturing Company”(ANAMMCO, Project Development Institute(PRODA) and Sunrise Flour Mills Limited (Sunrise).

       The scope of the study is restricted to investigation production problems and exploring way by which the production process could be better managed to enhance growth and efficiency in the manufacturing industry.

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JOB EVALUATION: A TOOL FOR WAGE/SALARY DETERMINATION IN ORGARNIZATIONS

 

CHAPTER ONE

 

INTRODUCTION

 

  • BACKGROUND OF THE STUDY

In any organization once a right candidate is placed on a right job, the person needs to be duly compensated for the job he/she performs. To ensure that this is adequately done, there should be an established consistent and systematic relationship among compensation rates for all the jobs within the organization. The process of carrying out such activity is termed “Job evaluation”.

In carrying out job evaluation, analysis of different jobs are done in order to match the duties of job with the required skill, knowledge, competence, talent potential, education, work environment, responsibilities, etc.

Different jobs need to be evaluated comparatively to determine their relative worth so as to fix wages, salaries and benefits for each job.

In job evaluation the information provided by the job analysts is utilized to evaluate each job. Under job evaluation, the relative worth of different jobs are studied and compared. In other words job evaluation is determining the comparative worth of various jobs. British Management Institute (1951).

After determining the relative worth of jobs, they are priced, that is, wages and salaries are fixed. This enables organizations to minimize inequalities. Job evaluation plays a prime role in establishing the pay structure. It rates the job alone and establishes internal equality.

After job evaluation, all wage and salary earners are to receive pay. The total pay received are made up in quite a number of different ways by considering some elements in the pay structure such as basic rate, premium rate (over time), bonuses, share of profit, allowances and fringe benefits.

An effective job evaluation can help to identify the number of people employed within different categories and how the salary budget is apportioned.

Job evaluation is necessary for sustaining cordial relations within and between employee and employer. Employees that are satisfied with the relative worth of their job tend to put more effort in their work, this can directly boost the organizations performance and also give them an edge over their counterparts.

 

STATEMENT OF THE PROBLEM

Job evaluation is necessary to boost the morale of workers and to enhance productivity.

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